Running head: INDUSTRIAL/ORGANIZATIONAL PSYCHOLOGY Internet-based recruitment and selection Technological advancements reduce the search for jobs through travel to individual organizations or through the newspapers. Most companies including government agencies rely on the internet to announce their job openings and call on applicants to make applications before a certain deadline. Vacancies get posted online through company websites or their social media accounts and indicate the requirements with the intention of seeking applicants. The internet acts to facilitate the job applications from the time that an applicant uploads their resumes, engage in an online interview, and virtual job tryouts. The report intends to research on its relevance in assisting an organization to obtain the best employees for the positions they announce. According to Lievens, and Harris, (2015), companies increase their online presence because they know that it’s beneficial to a company in the long term. For instance, the company may resort to young employees that have the required knowledge and technological advancement needed for the market competition. The online job application process could become a difficult process to the aged applicants because they are not tech savvy. Among the job requirements, today includes computer proficiency, and companies think that the online application process is a sure method of determining if an individual could interact with a computer and perform basic processes like sending an email message. Applicants that lack the basic computer skills could term the online job application process unfair more so when the position announced requires no computer skills. Howardson, and Behrend, (2014) argued that early research indicates that online selection process offers benefits to companies for instance; one doesn’t have to waste money traveling to a company, or even waste paper writing an application. The method is good if the Industrial/Organizational Psychology 2 company intends to attract applicants from different parts the world and attract all sorts of talent into their workforce. The online methods could get customized to address the applicant on behalf of the company on behalf of the company, for instance, giving feedback on the reception of the application. According to Lievens, and Harris, (2015), the prospective employee could still get proctored on their capacity to deliver the intended tasks through a test center. However, more research activities are required into the topic to establish the extent which companies could best utilize the internet or even integration of Internet-based applications together with traditional recruitment techniques such as interviews. The internet could also facilitate interviews during the first recruitment stage. Qualitative methodology Before making revelations, it’s important to determine opinions of prospective employees and the organizations about the online job recruitment process. Interviews and group discussions are viable means that one could determine the motivations and personal opinions about the online recruitment process. Group discussions are best when dealing with many people; however, interviews apply when dealing with few people. Research effort According to Lievens, and Harris, (2015), the research intends to unravel the importance of online recruitment processes within companies and their impact on different categories of job applicants. Others feel that positions that don’t require computer skills don’t have to involve an online application process. Companies think that online job application would help them attract Industrial/Organizational Psychology 3 tech-savvy individuals, and expatriates from different parts of the world. The paper would collect data from different sources and relate with the research activities performed in the past. Research questions Howardson, and Behrend, (2014) argued that the first research question seeks to understand the processes used by applicants when interacting with Internet-based information. These days, information about companies occurs everywhere on the internet and various research questions could stem from the simple assumption. Many websites could contain information about a company, which could get categorized into three main groups mainly, news media, official company websites and electronic bulletin boards. The first question seeks to determine the legitimacy of the contents of the website. For instance, a chat room could contain information about salaries of a given job that one reportedly applied through the internet. The chat room information becomes reliable compared to sponsored websites. The research seeks to know if the credibility of such information depends on the source of the website, rather than any other method. The second research question seeks to determine the best source which job applicants could use for information because many sources of information about companies occur which include official company website, proxy sites and the job opening websites. The amount of information determines whether an applicant would rely on the information for their job application. The privacy and confidentiality when obtaining the information would give the users the drive to believe the information source. Other elements like the search engine quality and the attractiveness of the graphics could lure into thinking that the website contains the real information about the company. Industrial/Organizational Psychology 4 Qualitative methodology Howardson, and Behrend, (2014) argued that the research could implement unstructured interviews which involve a one-to-one interaction between the respondent and the researcher. The respondents could hold a group interview instead of individual techniques. The method would make it easy to generate information about the internet recruitment because it would occur through unstructured technique. The unstructured interview could adopt the structured interview questions for formality purposes but not have to get followed. However, the responses must get noted by the researcher for further analysis. The interviewees in their places of work could shift the topic of study to any direction. The unstructured interview technique could broadly tackle the topic, though the unstructured interview has its downfalls. The problem might happen during the analysis because different questions got directed to different interviewees. Industrial/Organizational Psychology 5 References: Campos, R., Arrazola, M., & de Hevia, J. (2017). Finding the right employee online: determinants of internet recruitment in Spanish firms. Applied Economics, 1-15. http://dx.doi.org/10.1080/00036846.2017.1319560 Cordeira, L., Pednekar, M., Nagler, E., Gautam, J., Wallace, L., & Stoddard, A. et al. (2015). Experiences recruiting Indian worksites for an integrated health protection and health promotion randomized control trial in Maharashtra, India. Health Education Research, 30(3), 412-421. http://dx.doi.org/10.1093/her/cyv010 Howardson, G., & Behrend, T. (2014). Using the Internet to recruit employees: Comparing the effects of usability expectations and objective technological characteristics on Internet recruitment outcomes. Computers In Human Behavior, 31, 334-342. http://dx.doi.org/10.1016/j.chb.2013.10.057 Lievens, F., & M. Harris, M. (2015). Research on Internet Recruiting and Testing: Current Status and Future Directions. International Review Of Industrial And Organizational Psychology 2003, 131-165. http://dx.doi.org/10.1002/0470013346.ch4 Industrial/Organizational Psychology 6
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